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UNCLASSIFIED PEER REVIEW PROCESS If an employee believes that his/her new classification is incorrect, he/she should meet with his/her immediate supervisor (or designee) to review the assigned classification. If after this meeting the employee still believes the classification is incorrect, he/she may initiate a request for a Peer Review. Human Resources considers the Peer Review process to be an important part of the new classification system implementation and has recommended its use to USAC. However, HR had no participation in the selection of committee members. The Peer Review Committee is compromised of five unclassified employees who responded to USAC’s request for Peer Review Committee volunteers. HR is pleased to announce that USAC has informed us the five committee members are: Wendy Chetcuti, Phillip Neff, Jay Peterson, Denise Porter and Chris Roberts. A minimum of three committee members must be present when a position classification review is being considered. Step One: The Peer Review Request must be made no later than February 24, 2006. Such a request must be made to the Office of Human Resources on the Peer Review Form or a memo or letter including the same information. The employee must attach to his/her request a copy of the approved Position Description Questionnaire [PDQ] that was completed for the study or a new one if one was not previously completed, and any additional supporting documentation explaining the duties and responsibilities of the position. Human Resources will then provide all documentation to the Peer Review Committee. The Peer Review Committee may or may not choose to meet with the employee and/or consult with the supervisor. The purpose of any such meeting would be to review with the employee and/or supervisor information submitted with the review request. Step Two: After the Peer Review Process the Committee will report it’s finding back to the employee, the employee’s supervisor and to Human Resources. Step Three: At that time Human Resources will determine whether or not an alternative classification is appropriate. HR will provide its decision to the employee, his or her immediate supervisor and the Peer Review Committee members. If after completion of all three steps of the review process the employee still believes his/her position’s classification is incorrect, the employee can appeal the decision to the Provost or his designee. An appeal memo should be sent within ten working days of the final HR decision to the Provost’s Office with a copy to Human Resources. Human Resources will provide all documentation from the review process to the Provost or his designee. The decision of the Provost or his designee shall be final. Another request for classification review by the Peer Review Committee cannot be made for one year after the final decision. However, if sufficient documentation is presented to the Assistant Vice President of Human Resources that clearly demonstrates substantial change in duties and responsibilities, the position may be reviewed by HR as part of its due diligence to maintain system integrity. As always, your questions are welcome. Please contact Sharon Shaw, Compensation Analyst at x3299. If you have technical difficulties with this site, please contact Meltem Kokaly, Human Resources Analyst, at x2122.
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